Abstract
For organizations to shape their future of Tourism industry, it is essential for them to hire and retain top talent. Therefore, in this research, the relationship between organizational commitment and job satisfaction was examined. A quantitative research method was applied to test between the variables. The questionnaire technique has been used. The data were collected from 218 employees working in five-star and four-star hotels in the city of Ankara, capital of Turkey. First, the correlation coefficients between variables were calculated. Then, T test and One Way Anova analysis were conducted to determine whether there was a difference between variables and demographic characteristics. Finally, it was found that there was a positive and significant relationship between emotional commitment, a sub dimension of organizational commitment and job satisfaction. Further results indicated there is a negative and significant relationship between job satisfaction and other sub dimensions of organizational commitment, normative commitment and continuation commitment.
 Key words: Organizational Commitment, Job Satisfaction, Hotel Employees, Tourism Establishments, Human Resources, Tourism.
Highlights
Tourism, one of the main social and economic activities in our age, is a labor-intensive sector in terms of structure, and travel, accommodation, gastronomy and entertainment activities are carried out with organizational cooperation (Sierraii et al 2010; Pimentel and Machado, 2014)
If we look at the issue of organizational commitment and job satisfaction in the tourism sector
In order to analyse the correlation between job satisfaction and organizational commitment from hotels operating in Ankara, data were collected through a survey study as one of the quantitative research methods
Summary
One of the main social and economic activities in our age, is a labor-intensive sector in terms of structure, and travel, accommodation, gastronomy and entertainment activities are carried out with organizational cooperation (Sierraii et al 2010; Pimentel and Machado, 2014). In order to realize operational activities in the field of tourism, it is necessary to consider the stakeholders in the field (employees, competitors, suppliers, etc.) (Pimentel, 2018: 27). Successful human resources are needed for businesses in the hospitality industry to achieve organizational success. For the sustainability of this human resource, its good relationship with the business means that organizational commitment is high. The employees' striving for the business interests and their desire to stay in the organization brought into account the high level of loyalty
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